Faculty Maternity Leave Policy

Purpose

To establish faculty maternity leave policies and processes.

Scope

This policy applies to full time tenured or tenure track faculty member and to full-time, non-tenure-track faculty member who have completed at least two years of consecutive full-time service and whose full-time service is expected by the University to continue.

Policy History

I. Effective Date: October 29, 2004

II. Approval: November 7, 2017

III. History:

• Approved in its original form: October 29, 2004
• Approved as amended: January 23, 2009
• Approved as amended: June 2013
• Approved as amended: March 18, 2014
• Approved as amended: November 7, 2017

IV. Maintenance of Policy: Office of the Provost

Policy

This policy establishes the eligibility criteria, procedures, benefits and guidelines for faculty maternity leaves. Some or all of the leave for medical conditions related to pregnancy and childbirth (usually six to eight weeks), as prescribed by a physician, may be paid through Salary Continuation. In the case of maternity leave, the first 6 weeks, or the time determined to be medically necessary, will be covered in full without the use of sick time or salary continuation. During the first year of employment, a tenured or tenure-track faculty member who gives birth before having accrued sufficient medical leave benefits will receive half pay during the period of the medical leave as stated in the Salary Continuation Policy in the Faculty Benefits Handbook, and the department will make any reasonable adjustments to support this time away from the University.

Leave Beyond the Documented Medical Needs of the Mother

For a faculty member who has accrued sufficient Salary Continuation, a maternity leave beyond the documented medical needs of the mother can be considered. The total amount of release that may be taken is equivalent to 12 weeks at full pay. If a faculty member is to be released from teaching for a full 16 week semester, an agreement for the leave will document additional “modified duties” to be performed as an equivalent workload during the time not covered by Salary Continuation.

Reference Documents

1. University of Dayton Faculty Policy and Governance Handbook: Benefits and Leaves of Absence
2. University of Dayton Faculty Benefits Handbook: Salary Continuation
3. University of Dayton Policy on Regulations on Academic Freedom and Tenure 
4. Family and Medical Leave Act (FMLA)